MODEL TEACHERS
PAY POLICY
Adopted by ……………………………………………….
On (Date) ………………………………………………….
Signed …………………………………………………..
Date by which the procedure was last reviewed:
Anticipated review date:
Key:
Highlighted pink text: Nationally under review
Highlighted yellow text: Subject to annual change
Cumbria County Council
Children’s Services
1.
PURPOSE OF THE MODEL PAY POLICY
All Professional Associations and the LA believe that a fair, transparent and consistent pay
policy which recognises and rewards teachers as highly skilled professionals, is a key element
in effective school improvement.
This model pay policy will help to recruit, retain and motivate teachers, provide the basis for
sound financial and personnel planning and minimise the risk of grievance and discrimination.
It follows the format of the DfE’s model policy and is entirely consistent and compliant with the
revised statutory provisions for teachers’ pay due to take effect from 1 September 2013 and the
pay policy checklist of all Professional Associations.
All Professional Associations and the LA are committed to securing a national pay structure in
England and Wales which applies statutorily to all maintained schools and academies.
The pay scales in this model policy will be amended to reflect the outcome of the STRB process
in relation to the September 2013 pay increase.
It is recommended by the Director of Children’s Services that this policy is adopted by schools.
INTERPRETATION
Where individual academies do not have governing bodies, references in this model policy to
the Governing Body should be taken to mean the relevant body to which the power to adopt the
pay policy and take pay decisions has been delegated.
PAY DECISIONS FOR SEPTEMBER 2013
The revised procedures on pay progression do not take effect until September 2014.
Applications for progression to the Upper Pay Scale from September 2013 (ie Round 13),
progression on the Qualified Teacher Pay Range and Upper Pay Range and pay
determinations for new appointees taking up posts prior to September 2014 will, therefore, be
carried out in accordance with the provisions of the 2012 School Teachers’ Pay and Conditions
Document.
2.
Model policy for determining teachers’ pay
The Governing Body of __________________________________ School
adopted this policy on __________________________________
INTRODUCTION
1.
This policy sets out the framework for making decisions on teachers’ pay. It has been
developed to comply with current legislation and the requirements of the School Teachers’
Pay and Conditions Document (STPCD) and has been consulted on with the recognised
trade unions. A copy of this policy will be sent to all staff and a copy of all relevant
documents on pay and conditions will be made available to staff by the school/LA.
2.
In adopting this pay policy the aim is to:
 assure the quality of teaching and learning at the school/LA;
 support recruitment and retention and reward teachers appropriately; and
 ensure accountability, transparency, objectivity and equality of opportunity. 1
3.
The Governing Body/LA will maintain teachers’ previous pay entitlements in accordance
with the principle of pay portability and ensure that teachers suffer no financial or
professional detriment as a consequence of the changes to the teachers' pay structure
from September 2013 onwards.
4.
Pay decisions at this school/LA are made by the Governing Body/Centrally Employed
Teachers Steering Group which has delegated certain responsibilities and decision making
powers to the Pay Committee as set out in Appendix One. The Pay Committee shall be
responsible for the establishment and review of the pay policy, subject to the approval of
the Governing Body/LA, and shall have full authority to take pay decisions on behalf of the
Governing Body/LA in accordance with this policy. The Head/Centrally Employed Teacher
Line Manager shall be responsible for advising the Pay Committee on its decisions.
PAY REVIEWS
5.
The Governing Body/Centrally Employed Teachers Steering Group will ensure that each
teacher’s salary is reviewed annually with effect from 1 September and that each teacher
is notified of the outcome by no later than 31 October each year, and that all teachers are
given a written statement setting out their salary and any other financial benefits to which
they are entitled.
6.
Reviews may take place at other times of the year to reflect any changes in circumstances
or job description that lead to a change in the basis for calculating an individual’s pay. A
written statement will be given after any review and where applicable will give information
about the basis on which it was made.
7.
Where a pay determination leads or may lead to the start of a period of safeguarding, the
Governing Body/LA will give the required notification as soon as possible and no later than
one month after the date of the determination.
1
Including compliance with equalities legislation ie Employment Rights Act 1996, Employment Relations Act
1999, Employment Act 2002, Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000,
Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002 and Equalities Act
2010/2012
3.
BASIC PAY DETERMINATION ON APPOINTMENT
8.
The Governing Body/LA will determine the pay range for a vacancy prior to advertising it.
On appointment it will determine the starting salary within that range to be offered to the
successful candidate.
9.
In making such determinations, the Governing Body/LA will apply the following policy:
Classroom teacher posts
10. The Governing Body/LA has established the following pay scales for classroom teacher
posts paid on the Qualified Teacher Pay Range and Upper Pay Range. The additional
information has been provided below for assimilation purposes:
E & W generally Inner London
Outer London
Fringe Area
Qualified Teachers Pay Range*
1.
21,588
27,000
25,117
22,626
2.
23,295
28,408
26,674
24,331
3.
25,168
29,889
28,325
26,203
4.
27,104
31,446
30,080
28,146
5.
29,240
33,865
32,630
30,278
6.
31,552
36,387
35,116
32,588
Upper Pay Range*
1.
34,181
41,497
37,599
35,218
2.
35,447
43,536
38,991
36,483
3.
36,756
45,000
40,433
37,795
(*Pay award pending)
11. The Governing Body/LA undertakes that it will not restrict the pay range advertised for or
starting salary and pay progression prospects available for classroom teacher posts, other
than the minimum of the Qualified Teacher Pay Range and the maximum of the Upper Pay
Range.
12. The Governing Body/LA will apply the principle of pay portability in making pay
determinations for all new appointees as follows and should normally transfer across
including that year’s increment if applicable:
(a)
When determining the starting pay for a classroom teacher taking up an appointment
as a qualified classroom teacher, the Governing Body/LA will pay the teacher on the
Qualified Teacher Pay Range and will allocate pay scale points, as a minimum, on
the following basis:
• one point for each successful year of service as a qualified teacher in a maintained
school, Academy, City Technology College or independent school;
• one discretionary point for each successful year of service as a qualified teacher in
higher education or further education including sixth form colleges, or in countries
outside England and Wales in a school in the maintained sector of the country
concerned;
• one discretionary point for each three years of non-teaching experience spent
working in a relevant area up to a maximum of three points, including industrial or
4.
commercial training, time spent working in an occupation relevant to the teacher’s
work at the school, and experience with children/young people;
• one discretionary point for each three years of other remunerated or
unremunerated experience including caring for children during a career break up
to a maximum of three points.
The Governing Body/LA will also consider the allocation of additional scale points on the
above basis to teachers appointed to the Qualified Teachers Pay Range or Upper Pay
Ranges.
(b)
When determining the starting pay for a classroom teacher who has previously
worked in an LA maintained school or academy in England and Wales, the
Governing Body/LA will pay the teacher on the Qualified Teachers Pay Range at a
scale point which at least maintains the teacher’s previous pay entitlement plus any
pay progression which they would have received had they remained in their previous
post (subject to the provisions in paragraph 29).
(c)
The Governing Body/LA will also pay classroom teachers who are “post-threshold
teachers” as defined by the 2012 STPCD on the Upper Pay Range.
Leading Practitioner teacher posts
13. The Governing Body/LA has established the following pay scale[s] for Leading
Practitioner teacher posts paid on the Leading Practitioner Pay Range:
** taken from the AST Pay spine
Leading Practitioner Pay Range**
Spine
Annual Salary
Annual Salary
point
England & Wales Inner London
(excluding the
Area
London Area)
1.
£37,461
£44,540
2.
£38,400
£45,483
3.
£39,358
£46,445
4.
£40,339
£47,423
5.
£41,343
£48,432
6.
£42,379
£49,466
7.
£43,521
£50,610
8.
£44,525
£51,611
9.
£45,637
£52,720
10.
£46,808
£53,894
11.
£48,024
£55,104
12.
£49,130
£56,216
13.
£50,359
£57,445
14.
£51,614
£58,700
15.
£52,900
£59,980
16.
£54,305
£61,392
17.
£55,553
£62,640
18.
£56,950
£64,036
Annual Salary
Outer London
Area
Annual Salary
Fringe Area
£40,433
£41,373
£42,328
£43,314
£44,318
£45,351
£46,496
£47,499
£48,609
£49,784
£50,993
£52,106
£53,335
£54,583
£55,869
£57,277
£58,526
£59,925
£38,493
£39,433
£40,391
£41,376
£42,382
£43,416
£44,560
£45,557
£46,673
£47,844
£49,056
£50,169
£51,398
£52,650
£53,930
£55,342
£56,596
£57,985
(**Minimum and maximum salary values as in STPCD 2013)
14. Such posts may be established for teachers whose primary purpose is the modelling and
leading improvement of teaching skills, where those duties fall outside the criteria for the
TLR payment structure.
5.
15. When determining the pay scales for such posts, the Governing Body/LA will do this by
reference to the weight of the responsibilities of the post and bearing in mind the need to
ensure pay equality where posts are equally onerous and fair pay relativities between
posts of differing levels of responsibility.
16. The policy of the Governing Body/LA is to appoint any new Leading Practitioner teacher at
the bottom point of the pay range.
17. The Governing Body/LA will establish such posts from 1 September 2013 for all teachers
previously employed in the school as Advanced Skills Teachers or Excellent Teachers and
will pay them at a scale point which maintains that teacher’s previous pay entitlement plus
any pay progression which they would have received had they remained in that post. 2
Unqualified teachers
18. The Governing Body/LA has established the following pay scale for unqualified teachers
employed in classroom teacher posts:
E & W generally
Inner London
Outer London
Fringe Area
Unqualified Teachers***
1.
15,817
19,893
18,789
16,856
2.
17,657
21,731
20,629
18,695
3.
19,497
23,571
22,470
20,534
4.
21,336
25,410
24,311
22,374
5.
23,177
27,249
26,150
24,213
6.
25,016
29,088
27,992
26,052
(***Pay award pending)
Leadership teacher posts (head teacher, deputy & assistant head teachers)
19.
The pay ranges for the head teacher, deputy head teacher[s] and assistant
head teacher[s] will be determined in accordance with the criteria specified in the
2013 STPCD and ensuring fair pay relativities.
20.
The Governing Body/LA has established the following pay ranges for the head
teacher, deputy head teacher[s] and assistant head teacher[s]:
Head teacher pay range:
[insert the school’s/LA 7 point range for head teacher]
Deputy head teacher pay range
[insert the school’s/LA 5 point range for deputy head teachers]
Assistant head teacher pay range
[insert the school’s/LA 5 point range for assistant head teachers]
2
This clause may not apply to all schools in England and Wales
21. Discretionary payments to the head teacher will be determined in
accordance with the provisions of the 2013 STPCD and will be reviewed
annually.
22.
6.
The Governing Body/LA will normally appoint new leadership teachers at
the bottom point of the relevant pay range.
23.
The Governing Body/LA will pay teachers as deputy or assistant head
teachers only where the Governing Body/LA is satisfied that, in the
context of the teacher's duties, the role includes a significant
responsibility that is not required of all classroom teachers or TLR
holders, and that the role –
(a)
requires qualified teacher status
(b)
is focused on teaching and learning;
(c)
requires the exercise of a teacher's professional skills and judgment;
(d)
requires the teacher to lead and manage the school/LA through:
•
development of teaching and learning priorities across the school/LA;
•
accountability for the standards of achievement and behaviour of pupils
across the school/LA;
•
accountability for the planning and deployment of the school's/LA’s
resources;
•
leading policy development and implementation across the school/LA in
accordance with statutory provisions;
•
managing whole school/LA operational activity;
•
working with external bodies and agencies; and
•
securing pupils' access to their educational entitlements;
(e)
has an impact on the educational progress of the school's/LA’s pupils;
(f)
involves leading, developing and enhancing the teaching practice of the
school's/LA’s staff; and
(g)
includes line management responsibility for a significant number of
people and/or the line management of other line managers.
24.
In the case of a deputy head teacher post, the Governing Body/LA must
also be satisfied that this significant responsibility features a job weight
which exceeds that expected of an assistant head teacher employed in
the same school/LA, including responsibility for discharging in full the
responsibilities of the head in the absence of the head teacher.
PAY PROGRESSION BASED ON PERFORMANCE
25. The arrangements for teacher appraisal are set out in the school’s/LA’s appraisal policy.
26. Decisions regarding pay progression will only be made with reference to the teachers’
performance management/appraisal reports and the pay recommendations they contain.
In the case of NQTs, pay decisions will be made by means of the statutory induction
process.
27. To be fair and transparent, assessments of performance will be properly rooted in
evidence. Fairness will be assured by annual monitoring of the application of the pay
policy and pay decisions (see paragraph 69).
28. Where teachers have joined the school part way through a performance
management/appraisal cycle, the Governing Body/LA will, where necessary, seek
evidence from the previous schools to assist pay decisions and will only, where necessary,
seek evidence from the teachers themselves (see also paragraph 12b).
7.
29. Teachers’ performance management/appraisal reports will contain pay recommendations.
Final decisions about whether or not to accept a pay recommendation will be made by the
Governing Body/LA, having regard to the performance management/appraisal report and
taking into account advice from the Headteacher/Centrally Employed Teacher Line
Manager.
30. The Governing Body/LA will ensure that appropriate funding is allocated for pay
progression for all eligible teachers.
31. All teachers can expect progression to the top of their pay range as a result of successful
performance management/appraisal reviews.
32. The Governing Body/LA will make pay decisions according to the criteria for progression
set out in paragraphs 34 to 38.
Classroom teachers on the Qualified Teacher Pay Range
33. Classroom teachers will be awarded pay progression on the Qualified Teacher Pay Range
following each successful performance management/appraisal review though this may in
exceptional circumstances be accelerated. Reviews will be deemed successful, in
accordance with the conditions outlined in Cumbria County Councils Appraisal Policy.
34. Classroom teachers in their induction year will be awarded pay progression on the
successful completion of induction.
Classroom teachers on the Upper Pay Range
35. Classroom teachers will be awarded pay progression on the Upper Pay Range following
two successful performance management/appraisal reviews, though this may in
exceptional circumstances be accelerated. Reviews will be deemed successful, in
accordance with the conditions outlined in Cumbria County Councils Appraisal Policy.
Leading Practitioner teachers
36. Leading Practitioner teachers will be awarded pay progression on their pay scales
following each successful performance management/appraisal review, though this may in
exceptional circumstances be accelerated. Reviews will be deemed successful, in
accordance with the conditions outlined in Cumbria County Councils Appraisal Policy.
Unqualified classroom teachers
37. Unqualified classroom teachers will be awarded pay progression on their pay scale
following each successful performance management/appraisal review, though this may in
exceptional circumstances be accelerated. Reviews will be deemed successful, in
accordance with the conditions outlined in Cumbria County Councils Appraisal Policy.
Leadership teachers (Head teacher, deputy & assistant head teachers)
38. The head teacher, deputy head teacher(s) and assistant head teacher(s) will be awarded
additional scale points in accordance with the provisions of the 2013 STPCD. They must
demonstrate sustained high quality of performance in respect of school leadership and
8.
management and pupil progress. Reviews will be deemed successful, in accordance with
the conditions outlined in Cumbria County Councils Appraisal Policy.
MOVEMENT TO THE UPPER PAY RANGE
Applications and Evidence
39. Any qualified teacher may apply to be paid on the Upper Pay Range and any such
application must be assessed in line with this policy. It is the responsibility of the teacher to
decide whether or not they wish to apply to be paid on the Upper Pay Range. This will
normally be when the teacher reaches the top of the Qualified Teacher Pay Range.
40. The Head/Centrally Employed Teacher Line Manager should remind all teachers on the
Qualified Teacher Pay Range at the start of each school year of their right to apply for
assessment.
41. Applications may be made once a year. Where teachers wish to be assessed, they should
notify their appraiser in writing using the application form (as at Appendix Three) which
should be submitted by the teacher to the appraiser at the performance
management/appraisal planning meeting. The teacher’s application will be appended to
their performance management/appraisal planning statement.
42. The evidence to be used will be only that available through the performance
management/appraisal process in accordance with the conditions outlined in Cumbria
County Councils Appraisal Policy.
43. If a teacher is simultaneously employed at another school(s), they may submit separate
applications if they wish to apply to be paid on the Upper Pay Range in that school or
schools. This school will not be bound by any pay decision made by another school
The Assessment
44. An application from a qualified teacher will be successful, as evidenced by two successful
and consecutive performance management/appraisal reviews and where the Governing
Body/LA is satisfied that:
(a)
the teacher is highly competent in all elements of the relevant standards; and
(b)
the teacher’s achievements and contribution to the school are substantial and
sustained.
45. In making its decision, the Governing Body/LA will have regard to the two most recent
performance management/appraisal reviews. Reviews will be deemed successful, in
accordance with the conditions outlined in Cumbria County Councils Appraisal Policy for
progression to the Upper Pay Range.
Processes and procedures
46. The assessment will be made within 10 working days of the receipt of the application or
the conclusion of the performance management/appraisal process, whichever is later. If
successful, applicants will move to the Upper Pay Range and will be placed on point 1 of
that pay scale with the award backdated to the 1st September of that school year. If
unsuccessful, feedback will be provided by the Head/Centrally Employed Teachers Line
Manager as soon as possible and at least within 5 working days of the decision; and will
cover the reasons for the decision and the appeals arrangements available to the teacher.
Any appeal against a decision not to move the teacher to the Upper Pay Range will be
heard under the school’s pay appeals arrangements (see appendix Two).
PART-TIME TEACHERS
9.
47. Teachers employed on an ongoing basis at the school/LA but who work less than a full
working week are deemed to be part-time. The Governing Body/LA will give them a written
statement detailing their working time obligations and the standard mechanism used to
determine their pay, subject to the provisions of the statutory pay and working time
arrangements and by comparison with the school’s timetabled teaching week for a full-time
teacher in an equivalent post. Any additional hours worked by agreement from time to time
will be paid at the same rate.
SHORT NOTICE/SUPPLY TEACHERS
48. Teachers employed on a day-to-day or other short notice basis will be paid on a daily
basis calculated on the assumption that a full working year consists of 195 days; periods of
employment for less than a day being calculated pro-rata.
49. Teachers who are employed to teach for the full pupil day will be paid at a daily rate of
1/195th of the annual pay they would receive if engaged on a regular contract. Teachers
who work less than a full day will be hourly paid and will also have their salary calculated
as an annual amount which will then be divided by 195 then divided again by the
proportion of the full pupil day which they teach to arrive at the hourly rate.
PAY INCREASES ARISING FROM CHANGES TO THE STPCD
50. The school/LA is committed to award the relevant pay uplift to all existing pay points and
allowances for all teachers from September 2013 pending the outcome of the School
Teachers’ Review Body (STRB) pay review process.
DISCRETIONARY ALLOWANCES AND PAYMENTS
Teaching & Learning Responsibility Payments (TLRs)
51.
The Governing Body/LA pays TLR 1 and 2 payments to teachers as indicated
in the attached staffing structure, in accordance with the pay ranges specified in the
2013 STPCD as updated from time to time and the following levels and values will
apply:
TLR 1:
[insert the school’s/LA’s pay range and pay points for any TLR1 posts]
TLR 2:
[insert the school’s/LA’s pay range and pay points for any TLR2 posts]
52.
The criteria for the award of TLR 1 and 2 payments are as follows:
Before awarding any TLR 1 or 2 payment, the Governing Body/LA must be satisfied
that the teacher’s duties include a significant responsibility that is not required of all
classroom teachers and that:
a.
is focused on teaching and learning;
b.
requires the exercise of a teacher’s professional skills and judgement;
c.
requires the teacher to lead, manage and develop a subject or curriculum
area; or to lead and manage pupil development across the curriculum;
d.
has an impact on the educational progress of pupils other than the teacher’s
assigned classes or groups of pupils; and
e.
involves leading, developing and enhancing the teaching practice of other
staff.
10.
53.
In addition, before awarding a TLR1 payment, the Governing Body/LA must
be satisfied that the significant responsibility referred to above includes line
management responsibility for a significant number of people.
54.
Teachers will not be required to undertake permanent additional
responsibilities without payment of an appropriate permanent TLR1 or TLR2
payment.
55.
Before making any TLR3 payment, the Governing Body/LA must be satisfied
that the responsibilities meet a, b and d of the above criteria; that they are being
awarded for clearly time limited school improvement projects or externally driven
responsibilities; and that the responsibilities are not a permanent or structural
requirement which should instead be rewarded by means of a permanent TLR
payment.
56.
Where the Governing Body/LA wishes to make TLR3 payments, the proposed
responsibilities, level of payment (within the published range of £500 and £2,500)
and the duration of payment will be set out clearly and openly with all Professional
Associations.
57.
The Governing Body/LA will ensure that the use of TLR3 applies only to
clearly time-limited school improvement projects or one-off externally driven
responsibilities and where there is a genuine development or operational need.
TLR3 payments will not be used to replace or otherwise limit teachers’ pay
progression on the Main, Upper or Leading Practitioner Pay Ranges.
Special educational needs (SEN) allowances
58.
The Governing Body/LA will award SEN allowances in accordance with the
criteria and provisions set out in the 2013 STPCD.
59.
The value of SEN allowances to be paid at the school/LA will be:
[insert the spot value of SEN allowances paid at the school/LA]
Acting allowances
60.
Where any teacher is required to act as head teacher, deputy head teacher or
assistant head teacher for a period in excess of four weeks, s/he will receive an
additional allowance in order that the total pay received is equal to that of the
substantive post holder.
61.
Payments will be backdated to the day on which the teacher assumed those
duties. No pressure, direct or indirect, will be placed on teachers to act up where
such acting up is voluntary on their part.
OTHER PAYMENTS
Continuing professional development outside directed time; Initial teacher training
activities; and Out-of-school learning activities
62. The Governing Body/LA may make discretionary additional payments to all teachers
(including the head teacher) who agree to undertake such activities. Additional payments
will be calculated at a daily or hourly rate with reference to each teacher’s actual pay spine
11.
position or, where appropriate and following consideration by the Pay Committee, at a
higher level reflecting the responsibility and size of commitment.
63. The Governing Body/LA recognises that such activities outside of directed time are entirely
voluntary and that some teachers’ commitments will make it difficult for them to undertake
such activities. Where teachers cannot attend CPD organised outside the school day, the
school will endeavour to offer suitable alternative training arrangements within directed
time in line with its commitment to equal opportunities.
Recruitment and retention incentives and benefits
64. Where the Governing Body/LA wishes to make recruitment and retention payments to
teachers, the level, duration and criteria for such payments will be set out clearly in this
policy. Such payments will be reviewed annually and the payment will be set out clearly
and openly shared with all Professional Associations. Please refer to guidance document
in the STPCD.
Residential duties3
65. The Governing Body/LA will make payments in respect of residential duties in accordance
with the Joint National Council for Teachers in Residential Establishments national
agreement.
Honoraria
66. The Governing Body/LA will not pay any honoraria to any member of the teaching staff for
carrying out their professional duties as a teacher, recognising that there is no provision
within the 2013 STPCD for the payment of bonuses or honoraria in any circumstances.
SAFEGUARDING
67.
The Governing Body/LA will operate salary safeguarding arrangements in line
with the provisions of the 2013 STPCD.
APPEALS
68. The arrangements for considering appeals on pay determination are set out in Appendix 2
of this policy.
MONITORING THE IMPACT OF THE POLICY
69. The Governing Body/LA will monitor the outcomes and impact of this policy on a regular
basis which will be shared with union representatives. An annual written report on the
operation of the pay policy, recording pay decisions taken and equality impact, will be
provided to union representatives, including trends in progression across specific groups
of teachers to assess its effect and the school’s/LA’s continued compliance with equalities
legislation.
3
This section only applies to schools covered by the Joint Negotiating Committee for Teachers in Residential
Establishments national agreement.
12.
APPENDIX ONE
REMIT FOR THE PAY COMMITTEE/ Centrally Employed Teachers Steering Group OF THE
GOVERNING BODY/LA
The Pay Committee will comprise at least three governors/members of the Centrally Employed
Teachers Steering Group. All governors/members of the Centrally Employed Teachers Steering
Group, including those employed at the school/LA, will be eligible for membership of the Pay
Committee and will be eligible to take part in any discussions (including those relating to
individuals) where their interest is no greater than that of the generality of employees at the
school/LA.
Establishment of the policy
The Pay Committee/Centrally Employed Teachers Steering Group is responsible for:
• establishing the policy, in consultation with the head teacher/Centrally Employed Teachers
Line Managers, staff and trade union representatives, and submitting it to the Governing
Body/Centrally Employed Teachers Steering Group for approval.
The Governing Body/Centrally Employed Teachers Steering Group is responsible for:
• formal approval of the policy.
Monitoring and review of the policy
The Pay Committee/Centrally Employed Teachers Steering Group is responsible for:
• reviewing the policy annually, in consultation with the head teacher/Centrally Employed
Teachers Line Managers, staff and trade union representatives; and submitting it to the
Governing Body/Centrally Employed Teachers Steering Group for approval.
The Governing Body/Centrally Employed Teachers Steering Group is responsible for:
• considering an annual report, including statistical information, on decisions taken in
accordance with the terms of the policy;
Application of the policy
The Head/Centrally Employed Teachers Line Manager is responsible for:
• ensuring that pay decisions for the deputy and assistant head teacher(s), classroom teachers
and support staff are made and submitted to the Pay Committee/CET Steering Group in
accordance with the terms of the policy;
• advising the Pay Committee/CET Steering Group on these decisions
• ensuring that staff are informed of the outcome of the decisions and of the right of appeal.
The Pay Committee/Centrally Employed Teachers Steering Group is responsible for:
• reviewing decisions regarding the pay of the deputy and assistant head teacher(s),
classroom teachers and support staff following consideration of the decisions of pay
reviewers and the advice of the head teacher/Centrally Employed Teachers Line Manager;
• reviewing decisions regarding the pay of head teachers following consideration of the
decisions of the governors /LA Senior Managers responsible for head teachers’ performance
reviews;
• receiving reports of these decisions from the Governing Body/Centrally Employed Teachers
Line Managers; and
• ensuring that head teachers are informed of the outcome of the decision and of the right of
appeal.
The Appeals Committee of the Governing Body/Centrally Employed Teachers Steering Group is
responsible for:
13.
• taking decisions on appeals against the decisions of the Pay Committee in accordance with
the terms of the appeals procedure of the policy.
14.
APPENDIX TWO
PAY APPEALS PROCEDURE
The Governing Body/Centrally Employed Teachers Steering Group is committed to ensuring
that appeals against pay decisions meet the requirements of the dispute resolution provisions of
employment law.
The process set out below is consistent with the dispute resolution provisions of employment
law and may be adopted by the school/LA as the means by which appeals against pay
decisions are considered.
Teachers may seek a review of any determination in relation to their pay or any other decision
taken by the Governing Body//Centrally Employed Teachers Steering Group (or a committee or
individual acting with delegated authority) that affects their pay.
The following list, which is not exhaustive, includes the usual reasons for seeking a review of a
pay determination:
That the person or committee by whom the decision was made:
a)
incorrectly applied any provision of the STPCD;
b)
failed to have proper regard for statutory guidance;
c)
failed to take proper account of relevant evidence;
d)
took account of irrelevant or inaccurate evidence;
e)
was biased; or
f)
otherwise unlawfully discriminated against the teacher.
The order of proceedings is as follows:
1.
The teacher receives written confirmation of the pay determination and where applicable
the basis on which the decision was made.
2.
If the teacher is not satisfied, he/she should seek to resolve this by discussing the matter
informally with the decision-maker within ten working days of the decision.
3.
Where this is not possible, or where the teacher continues to be dissatisfied, he/she may
follow a formal appeal process.
4.
The teacher should set down in writing the grounds for questioning the pay decision and
send it to the person (or committee) who made the determination, within ten working days
of the notification of the decision being appealed against or of the outcome of the
discussion referred to above.
5.
The committee or person who made the determination should provide a hearing, within ten
working days of receipt of the written appeal, to consider the appeal and give the teacher
an opportunity to make representations in person. Following the hearing the employee
should be informed in writing of the decision and the right to appeal.
15.
6.
Any appeal should be heard by a panel of three governors/ LA Senior Managers who were
not involved in the original determination, normally within 20 working days of the receipt of
the written appeal notification. The teacher will be given the opportunity to make
representations in person. The decision of the appeal panel will be given in writing, and
where the appeal is rejected will include a note of the evidence considered and the
reasons for the decision.
For any formal meeting the teacher is entitled to be accompanied by a colleague or union
representative. Each step and action of this process must be taken without unreasonable delay.
The timing and location of formal meetings must be reasonable. Formal meetings must allow
both parties to explain their cases.
The procedure for the conduct of formal meetings shall be as follows.
Introductions
Chair introduces everyone and what their role is:
• Self as Chair
• other panel member(s) (if applicable)
• employee
• employee representative
• any witnesses for the employee side
• management representative who will state the management case
• any witnesses for the management side
• person who will clerk the meeting
• HR to give advice to the panel
Goes over the order of the hearing:
• Employee will state their case
• Chair asks questions of the employee/employee representative
• Chair invites panel (if applicable) to ask questions
• Management will state their case
• Chair asks questions of the management
• Chair invites panel (if applicable) to ask questions
• Chair to sum up both sides
• Chair to adjourn hearing to deliberate
16.
The employee case
Employee/representative presents employee case:
• what is the evidence that supports their case
• introduces any witnesses
Chair asks questions
Chair opens the discussion to the panel (if applicable).
The management case
Management representative presents management case:
• what is the evidence that supports the disputed pay decision
• introduces any witnesses
Chair asks questions
Chair opens the discussion to the panel (if applicable).
Summing up
If appropriate, the Chair can sum up the key points on both sides.
End of hearing
Chair ends the hearing and advises employee that will let him/her have the panel’s decision in
writing within timescale
Chair advises employee that he/she will have a right of appeal and that the letter will contain full
details
Decision-making
Clerk notes main points of panel discussion and their decision
Panel obtains HR advice if required to inform their decision-making
Communication of decision
Employee is notified of decision
Decision and reason for the decision confirmed in writing,
17.
APPENDIX THREE
Request for Threshold Assessment
Academic Year 2013 / 2014
This form should be handled in confidence at all times
The ‘Threshold Assessment 2009/10, Round 10: Guidance’ is no longer applicable.
Eligibility criteria

In order to be assessed you will need to:
–
–
–
–
–
hold Qualified Teacher Status on the date of your request; and
be statutorily employed under the STPCD; and
normally be at the top of the Qualified Teachers Pay Range
the teacher is highly competent in all elements of the relevant standards; and
the teacher’s achievements and contribution to the school are substantial and
sustained.

In this form the term ’school’ should be taken as including all such settings. Teachers not
working in schools should substitute ‘service manager’ or ‘line manager’ wherever ‘head
teacher’ is used.

Please enclose copies of your appraisal reports and/or planning and review statements that
relate to the 2 years immediately prior to the date on which you submit your request 1.

Print, sign and date the form, keeping a copy and pass it to your head teacher by 31
October in the year of application.
1
Or, if relevant, in accordance with paragraph 73 of the section 3 guidance on School Teachers’ Pay and
Conditions 2012 (https://www.education.gov.uk/publications/standard/publicationDetail/Page1/DFE-00091-2012).
18.
Part 1: Teacher details
To be completed by the teacher
Personal details
Surname
First name(s)
Previous surname (if applicable)
DfE or GTC (Wales) teacher reference number
(this must be seven digits including zeros)
/
Please give details if you are submitting appraisal reports or performance management
statements from another school
Name and address of school/LA
Date(s) of
employment
Name of head teacher/
service manager
Declaration by the teacher
I confirm that at the date of this request I meet the eligibility criteria and I submit appraisal reports
and/or performance management statements covering the two year period prior to this request for
assessment against the post-Threshold standards.
Signed
Date
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Part 2: Actions for the head teacher/ CET Line Manager

Before assessing whether the teacher meets the post-Threshold standards the head teacher/
CET Line Manager must first be satisfied, on the basis of the evidence contained in the
appraisal reports and planning and review statements, that the teacher meets the Teachers’
Standards to a highly competent level as stated in section 44 a and 44 b. If these conditions
are not met, you must not proceed with the post-Threshold assessment, and must write to the
teacher setting out the rationale for the judgement.

Complete the head teacher’s / CET Line Manager statement (see page 21)

Sign, date and copy the form.

Promptly inform the governing body of this decision, or the LA / HR Children’s Services in the
case of a centrally employed teacher, and inform the teacher, and notify the appropriate body
that deals with payroll matters for the school.

Inform the teacher of the outcome within 20 working days of informing the governing body/LA
service of this decision.

Notify the teacher in writing of the outcome of the post-Threshold assessment, provide written
feedback and a copy of the form on page 21
20
To be completed by the head teacher / CET Line Manager
Name of teacher
School/LA service
Please record your overall judgements below.
Post-Threshold Standards
Please provide a detailed explanation why, in your judgement, all the post-Threshold standards
have been met / not yet been met throughout the relevant period.
Please indicate any further areas of professional development for the teacher if required.
Teachers’ Standards/Threshold Standards [please delete as appropriate] not met.
Signature
Please paste in electronic/scanned signature above if
submitting the application form electronically.
Print name
School name / LA Setting
Date
NB This page should be passed back to the teacher
21
APPENDIX FOUR
Acknowledgement of receipt of request for PostThreshold Assessment
Date dd/MM/yyyy
Dear (insert teacher's name)
I acknowledge receipt of your request for assessment against the post-Threshold
standards and confirm that I have received all the associated documents to enable the
process to be completed.
You will be informed about the outcome of the assessment and will be provided with
written feedback within 15 working days of informing the Governing Body / CET
Steering Group of the decision.
Signed
Head teacher / CET Line Manager
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APPENDIX SIX
SCHOOL/LA STAFFING STRUCTURE AND SALARY VALUES
[Staffing structure and salary values to be inserted for the school/LA]
23